The SHRO is responsible for managing the administration of the
Human Resources policies and procedures as well as the supervision of the
Human Resource Officers. The SHRO will be responsible for the following
functional areas: HR departmental development, employee relations, training
and development, benefits, compensation, organizational development, job evaluation/analysis,
and other employment related functions. The SHRO assists in leading the Human
Resources practices and objectives that will provide an employee-oriented,
high performance culture that emphasizes empowerment, quality, productivity,
goal attainment, and the ongoing development of a superior employee base.
KEY DUTIES AND RESPONSIBILITIES:
NB. Each item includes meeting KPI targets,
compiling and submitting KPI reports.
Approx. % of time annually
the development of the Training Plan and manage the training budget. Identify
training and development needs within the Company through job analysis,
performance appraisals and regular consultation with managers.
§ Design, amend, revise, conduct and expand training and development programmes inclusive of e-learning packages based on the needs of the organization and the individual.
employees and Managers’ feedback regarding trainings to continuously meet
their needs as well as improve our training efforts and offerings.
new technologies and methodologies in workplace learning and present this
manage the talent within the Company to ultimately aid with the successful
completion of the succession planning exercise.
alongside the Human Resource Manager to drive leadership development
programs and team building activities.
annual salary increase exercise and bonus payments.
§ Develop, analyse and update the company’s salary budget.
compensation trends and review compensation surveys.
closely with the HR Manager to implement and revise the Company’s
compensation program as needed.
and implement compensation policies.
Employee/ Industrial Relations
management on processes related to discipline, grievances, harassment,
discrimination and termination.
managers in managing performance and conducting difficult conversations.
investigations on claims of policy violations, illegal acts or unfair
disciplinary letters, coordinate and participate in disciplinary meeting
§ Liaise with the Labour Ministry or any other recoganized labour advisory bodies regarding employee/ industrial relations matters.
the employment related process from onboarding to termination or end of
contract to ensure statutory compliance or risk minimization.
§ Review, maintain, develop and execute HR policies, Standard
Operating Procedures (SOPs) and programs to
limit or control non-compliance.
§ Provide support to employees in the interpretation of HR policies
§ Coordinate the execution of Performance Management programs,
systems, and processes and aid in Performance Review
§ Support the employee performance review processes by ensuring
cohesive steps are in place to achieve best results.
and Report on Performance Reviews – to identify Non-Performing employees,
assist Managers in the development of Performance Improvement Plans (PIPs)
and monitor and report on PIPs.
§ Assist in ensuring that performance methods, tools, and training are
developed, maintained, and integrated with other HR programs, operations,
§ Run, manage, and share reports pertinent to Performance Management
inclusive of the identification of trends in performance reports and
suggestion of improvements.
§ Assist with the creation and adoption of clear, concise, integrated
and value-added talent review structure.
§ Assist with design, development, implementation, and maintenance of
career progression and paths for employees.
§ Identify critical competencies for each job family, and each role
within a job family, maintaining the competencies database.
§ Assist in reviewing methods to achieve business goals and create an
internal bench of top talent and provide employee career growth
§ Gather performance data of key talent so development plans can be
created, put in place, and achieved.
§ Collect, analyze and maintain data gathered from the succession planning process.
§ Review and recommend enhancements to the existing benefits program
to meet the needs of employees and managers.
§ Introduce and implement an employee Pension Plan.
leave management and advise employees and managers on procedures, programs
and regulations around leaves of absence.
§ Support the development of the recognition/retention program for
staff by the development and implementation of a workable Performance
6. Organization structure
Job descriptions are kept current for all positions within the Company and
that all employees sign off on their job descriptions (JDs).
the Company’s head count report and organisation chart is kept current.
7. Key Performance Indicator (KPI) Management
KPI targets for the department ensuring reporting frequency and the format
for reporting is adhered to, in order to ensure each technical KPI is met.
QUALIFICATIONS AND EXPERIENCE:
of a Bachelor’s degree in Human Resource Management or Business Management,
A Master’s degree in a related field will be an asset.
in Industrial Relations
Minimum of 2 years HR
experience at the supervisory level in a similar position
knowledge and experience in Labour Legislation and Regulations and Practices
of Industrial Relations
Advanced knowledge of
Microsoft Office Suite
Responsible for the supervision of the Human
Resource Officers to ensure the achievement of their KPIs.
Maintain standards of safety
and comply with Company’s Health, Safety & Environment Management System
Observe all health and safety
rules and regulations.
Stop all work if any unsafe
conditions exist or unsafe practices are observed.
Report any unsafe conditions
or practices to your supervisors.
Understand how to perform
jobs assigned in accordance with operating procedures and/or work
Do not undertake any job you
do not understand – ask your immediate Manager once there is any doubt.
Wear and use all safety
equipment required to ensure the safe execution of the specific job.
Participate in mandatory
toolbox meetings, safety meetings and training sessions (internal and/or
external) as required.
Report all incidents
immediately to your Manager.
Cooperate during incident
investigations so that the incident causes can be determined and corrective
Tag and Report all defective
tools or equipment immediately.
Adhere to the guidelines
stated in the Policy Manual.
Organizational skills and the ability to understand detailed information.
- Proven sense of professional discretion, integrity, and ability to manage situations diplomatically and to effective resolution.
- Proven ability to plan long-term, organize priorities and work under pressure with detail orientation and professional grace.
- Diplomatic and strong acumen in establishing positive working relationships with employees and all other stakeholders to maximize cooperation and productivity.
- Strong with numbers: numbers-oriented, as this role involves quantitative analysis.
- Analytically inclined: required to analyze trends, surveys, and spreadsheets as to determine compensation and benefits strategies.
Physical demand - Primarily Office / Work
May attend virtual or in-person conferences,
workshops, meetings, etc.
Will be required to be on site visits from
time to time (shore base, ports, vessels, etc).
Foreign travel is possible.